Position Summary: At Great Wolf, the Director of Human Resources is responsible for human resources strategy and execution as it relates to our most important asset – our Pack. In this role you will be a business partner with lodgeand corporate leadership to ensure the HR function helps drive success and supports successful execution of Great Wolf Lodge business goals.
Essential Duties & Responsibilities
- Acts as a strategic HR business partner for Lodge leadership as well as Corporate in driving overall business success.
- Analyzes data to create and update Talent Acquisition Strategy on quarterly basis. Provides ongoing guidance to the HR Team in day to day recruiting. Offers oversight to recruitment of leadership positions.
- Executes full scope of performance management including goal setting, coaching, performance management, investigations and execution of performance appraisal process.
- Oversees training to effectively onboard new Pack and new leaders. Ensures the execution and completion of required training throughout the lodgeand ensure that we are in legal compliance with state and local regulations.
- Leads Pack & Leadership development efforts on property, including: Key Talent Program (KTP), Management Development Program (MDP), Intern Program, Supervisor Readiness Training, as well as ongoing leadership development efforts and succession planning.
- Provides oversight to leave administration, payroll, investigations and data analysis.
- Partners with Lodge Leaders to launch Pack Member engagement survey (eNPS) and action planning process. Ensures activation of engagement plans based on results to drive improvement in Pack Member engagement.
- Communicates information and ideas clearly, confidently andeffectively.
- Provides coaching and performance feedback to Pack Members and leaders on a regular basis and partners with the GM and RHRD on leadership performance management.
- Assist in building bridges between departments, leaders and Pack Members across the lodge
- Demonstrates a working knowledge of federal and state employment lawas it pertains to workers compensation, payroll, hiring, termination and other employment related matters.
- Able to assess and prioritize staffing needs and drive strategy to improve staffing levels.
- Effectively uses systems and technology within HR function and supports administrative function as needed.
- Champions Open Enrollment process and possesses basic benefits knowledge.
- Oversight to lodge annual merit and tenure compensation processes. Ability to analyze local market trends and conduct wage analysis.
- Maintains confidentiality and protects operations by keeping human resource information confidential
Basic Qualifications & Skills
- Bachelor’s Degree in Human Resources, Business or related or equivalent experience
- Minimum of 5 years of progressive experience as HR Business Partner
- Demonstrated proficiency in Microsoft Office suite and HRIS
- Strong problem solving and organizational skills
- Attention to detail
- Enthusiastic and positive energy
- Multi-tasking ability
- Successful completion of criminal background check and drug screen
Desired Qualifications & Traits
- Previous experience in hotel/resort/theme park industry
- Human Resources certification or other specialized training•Experience utilizing HR Technology PhysicalRequirements
- Able to lift up to 20 lbs.
- Able to bend, stretch, and twist
- Able to stand or sit for long periods of time
- Bachelors or better in Human Resource Administration or related field
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
- Attention To Detail
- Coaching And Mentoring
- Data Analysis